Archive for the ‘Corporate Leadership Training’ Category

Personal Message from Anne Warfield

Tuesday, September 9th, 2014

 

Anne Warfield, CEO

Anne Warfield

Wow! Here it’s almost Fall and I am sending my first born off to college and the others are preparing for back to school. To me, it is funny, to think that we spend all these years putting knowledge in to children’s brains and less time helping them build better pathways to deal with conflict, challenges and obstacles that will naturally come their way.

Did you know that your brain learns best through failure? You know we would never think about stopping a baby from learning to walk no matter how many times she fell because we KNOW it is possible to walk.

With obstacles, challenges or conflict you run in to you need to build, for your brain, the confidence that it is POSSIBLE to solve this easily. You want to believe the best intentions and then hold people accountable for living up to those best intentions. This means you call them out when they act in appropriately as you assume their intent is not to act out at you but instead to try and protect themselves.

Today’s situation is all about dealing with that person who walks over others and can make you feel like mush.

By the way, if you work with many people like this, I encourage you to look in to our Managing Your Message Session (there is one in September) so you can get a better grasp at how to message things and manage that person or look in to our Executive Coaching which will focus on helping you build the Executive Presence you need so that you can manage the atmosphere every time you enter a room or a conversation. It is like bringing in your own serenity blanket!

Enjoy the Fall and all the changes it brings. Just like our kids, we should always be putting ourselves back “in school” to make sure we mold, stretch and align our brains to make sure we mold, stretch and align our brains to better deal with an ever changing world.

Successful Team Communication

Friday, March 14th, 2014

Leadership DevelopmentLearn to Communicate Clearly so You Say the Right Thing at the Right Time Every Time!

Have you ever wished you always knew just what to say?

Ever wished your entire team executed under high trust?

Successful Communication starts with Outcome Thinking® – a brain based communication strategy created by Anne Warfield.

Strategic communication is the key to getting your idea’s heard effectively so that people take action on what you say! Our motto is that action creates results.

The first step in communicating with Outcome Thinking® is to understand your true Brain Style. Knowing your brain style will help you create strategic communication that moves people to action.

We have shared these concepts in live training and private events and with advances in technology now we will share these secrets with you via virtual learning, saving you time, money and resources.

Session Date April 24, 2014

12:00 pm CT (1 pm ET, 11 am MT, 10 am PT)

Live Virtual Training: $199

How To Register:  Click Here

Learn More Here: http://www.impressionmanagement.com/seminars/88-april-24-2014-virtual-session-successful-team-communication

 

 

How to make a tough decision more easily

Wednesday, July 31st, 2013

As a leader you are constantly being asked to make tough decisions. The following are typical themes I hear when leaders are having to make a tough decision- “I am not sure how Mary will feel about it,” “Tom might take it the wrong way,” “Jim’s a great guy but I am not sure he can lead this group.”

As you notice, they all follow the emotional side of a decision and the impact the decision will have on the person or team. So how do you separate the two so you don’t make a decision based on just emotion?

1. Assume the opposite point of view on the emotional element. So “If Mary was fine with this what would I do and why?” “If Tom were to embrace this what decision would I make and why?”

This will tell you what your logical decision would be IF you didn’t have the emotional element in it.

2. Then look at the logic you would use to support that decision WITHOUT the emotional element in it.

That is now the reasoning you use to explain your decision.

So let’s say I have to hand a project off and I want to give it to Jane but I think Mary will feel that it should have gone to her. I also know that Mary has been struggling with some other things and I know she will feel she is not pulling her weight on the team. I know both mary and Jane could do the project. Now the emotional element starts to have too big of a weight and may cause me to make a poor decision or poorly talk about what decision I made and why. Mary has become the center, not the project.

If I pull Mary out of the equation by saying “If Mary were fine with this, what would I do and why” and my answer is “I would give the project to Jane because it ties more long term in to what her team is working on and she has the resources ready.”

That now becomes my decision and my reasoning I share with both Mary and Jane. It has no emotional element but does follow a strategic strategy going forward.

How To Overcome Resistance From Team When New Leader

Wednesday, July 24th, 2013

executive presenceWalking in to a new team can be exciting and intimidating. So what is the best way to transition so they embrace your leadership style, remain open to ideas and stop resisting change?

Remember to the team you are a powerful unknown–you are the one who can most influence their paycheck. This leads a team to want to “prove” to you their value.

Unfortunately this leads to people defending what has been done in the past, to watching you skeptically and to people not openly sharing the elephants in the room until they feel they can trust you. This means you end up with limited information that is improperly skewed.

So how do you level set the field and open up the dialogue?

1. Openly share your working style.
Since their brain’s natural tendency is to want to protect themselves, they need to know right up front how you work, what is most important to you, and how they can best interact with you. Don’t make them spend months speculating on what you want or need. Take the guess work out by sharing your values.

2. Share a story that demonstrates your style of thinking and working.
One executive I worked with shared with his new team about managing a cucumber patch and how tenacious he was in working that patch. It became the theme for the group when they knew that Ron wasn’t going to give up on something. Another executive, John, shared how when he was newly appointed as a manager the mistake he made, what it cost and what he learned. He then wove that all in to a presentation on his values and expectations. John said that the level of trust it usually took him 6 months to get to, he got within 2 weeks with his new team. This lead to faster productivity and results.

3. Find out what each of your direct reports needs from you in order to perform better and to challenge you when appropriate.
By you asking these questions, it demonstrates your expectations and let’s them know that you want them to appropriately challenge. You create a street of Trust that is two way.

When you use these three simple steps you can drastically reduce the time to build trust and rapport with any new team.

I would love to hear your success as you apply this as well as your stories of what you did to build trust with a team rapidly.

Impression Management Professionals

Is Your Audience Ignoring What You Say?

Monday, July 22nd, 2013

embedded by Embedded Video

YouTube IMP

 

Enjoy Today’s Video Topic – Is Your Audience Ignoring What You Say?

Strategic Presentation Skills tips with Anne Warfield, www.impressionmanagement.com – Based in Minneapolis, MN